Outcome of second performance review meeting

Guidance on supporting improved work performance: This model letter should be used by the manager to inform the employee of the outcome of the second performance review meeting. 

Dear <<Employee Name>>

Performance Improvement Action Plan Review
Thank you for attending our meeting on <<date>> to discuss your performance.
Add the following paragraphs where acceptable performance has been achieved.
As we discussed I would like to acknowledge the good progress that you have made with improving your performance and to thank you for the efforts that you have made. I am satisfied that we have addressed the issues that we discussed at our meeting on <<date when action plan was set>>.
I am keen to ensure that you have the support necessary for you to do well in your role and we agreed to continue to monitor your performance through your Employee Review and Development plan.
Add the following paragraphs where performance will continue to be monitored
As we discussed I would like to acknowledge the good progress that you have made with improving your performance.
We identified further / ongoing (delete as appropriate) actions and support that will continue for the improvements that are still to be achieved.  These are detailed in the enclosed improvement plan.
I hope that, as a result of these measures, your performance will improve and no further action will be necessary. However, if I do not see the improvement that needs to be made, I may decide to refer the matter to a designated officer who will decide whether it will be necessary for you to attend a hearing under the Council’s Disciplinary Policy and Procedure (attached).
In the meantime, should you have any questions about the matters raised in this letter please do not hesitate to ask me.

Add the following paragraphs where acceptable performance has not been achieved.
At the meeting, I expressed my continuing concerns about your performance. Specifically, <<insert brief details of issues raised in the meeting>>. I listened carefully to what you had to say and noted that <<describe key points made by the employee in the meeting>>.
As we discussed, following review of progress against your improvement plan I do not believe that satisfactory progress has been made. I have decided to refer the matter to <<name of designated officer>>, designated officer who will decide whether it will be necessary for you to attend a hearing under the Council’s Disciplinary Policy and procedure (attached).
Please see attached a copy of my report to the designated officer.
I am keen to ensure that you have the support necessary for you to do well in your role and we agreed to continue to progress the measures set out in your Performance Improvement Action Plan (attached).
Yours sincerely
<<Manager’s Name>
Encl.
1.	Performance Report (if applicable)
2.	Performance Improvement Action Plan (if applicable)
3.	Disciplinary Policy (if applicable)